The Church Culture Sprint
Fix the issues hurting your ministry.
A focused 30-day sprint to assess what’s shaping your staff culture and rebuild trust with clear beliefs, behaviors, and practices.
Reserve a discovery callA starting point for healthier culture
Culture change starts with leaders getting on the same page.
When leaders value and practice different things, tension remains—even when everyone cares about the same faith and mission. The first step is helping senior leaders clarify what matters, build a shared lens, and agree on how they will work together.
Start here
Are your senior leaders operating from the same values, expectations, and definition of healthy culture?
Watch Evan explain why senior-leader alignment matters.
Book a 30-day sprint
This is what you get.
Each part of the sprint has a specific job: listen to your team, understand what is underneath the tension, align your leaders, and define what happens next.
Culture & Trust Assessment
A structured assessment designed to surface the beliefs, behaviors, and trust dynamics shaping your staff culture right now.
- Staff and leadership input
- Patterns related to trust and team dynamics
- Areas of tension, avoidance, or breakdown
- Communication, competency, and character concerns
You receive: findings grounded in what your team is actually experiencing—not assumptions.
Leadership Debrief & Cultural Diagnosis
A focused working session with key leaders to interpret the assessment findings.
- Name what is actually happening beneath the surface
- Identify root causes, not just symptoms
- Clarify where trust has been damaged or strained
- Prioritize what must be addressed first
You receive: shared language and agreement about the real issue.
Facilitated Strategy Workshop
A live, guided workshop with your key leaders or stakeholders using the Trust Table framework.
- Identify the beliefs and behaviors currently shaping your culture
- Define the specific behaviors that build trust going forward
- Align leaders around clear cultural commitments
- Establish practical expectations for how leaders work together
You receive: commitments your leaders make together—not another list of ideas to sort through later.
Clear Next-Step Culture Plan
I document the priorities, practices, owners, and first next steps your leaders agreed to during the strategy workshop.
- The issues your team will address first
- The beliefs or behaviors that need to change
- Who owns each next step
- What progress should look like
You receive: the written plan within 48 hours of the workshop so your team can begin using it immediately.
Week one
Assessment
Your team shares what they are experiencing.
Week two
Review
I analyze the input and identify the strongest patterns.
Week three
Debrief
Key leaders interpret the findings and prioritize the real issue.
Week four
Workshop & Plan
We define commitments and document what happens next.
Designed to fit existing leadership rhythms. Senior leaders and key stakeholders typically invest about 3–4 hours total across the 30 days.
Pricing
Pricing based on team size.
Every tier includes the complete 30-day sprint. Pricing changes with the number of people, perspectives, and amount of synthesis involved.
Small team
Up to 10 staff
Focused listening and synthesis
$1,200
- Culture & Trust Assessment
- Leadership Debrief & Diagnosis
- Facilitated Strategy Workshop
- Clear Next-Step Culture Plan
Mid-size team
11–50 staff
More perspectives and synthesis
$2,100
- Culture & Trust Assessment
- Leadership Debrief & Diagnosis
- Facilitated Strategy Workshop
- Clear Next-Step Culture Plan
Large team
51+ staff
Broader, more complex scope
$3,000
- Culture & Trust Assessment
- Leadership Debrief & Diagnosis
- Facilitated Strategy Workshop
- Clear Next-Step Culture Plan
Final participant count, scope, timing, and pricing tier are confirmed on the discovery call before the sprint begins.
❤️ from ministry leaders I’ve worked with…
⭐️⭐️⭐️⭐️⭐️
I think it was a big win for our team. I’ve had great feedback from them. They loved it.
⭐️⭐️⭐️⭐️⭐️
The Trust Table workshop with Evan was a game-changer for us. The workshop gave us windows of opportunity for discussion that has led to a more united and trusted team. The insight and helpful tools he gave us have been invaluable and already have been implemented. I highly recommend this workshop for all teams that need a boost of trust and communication. Evan is a very clear communicator and made our time together enjoyable and educational.
⭐️⭐️⭐️⭐️⭐️
Evan makes you want to be on his team or on one that is encouraging and inspiring. His explanation of teamwork helped me to understand the important steps of building a team. I’ve gained insight that have helped my team bond and serve better together.
⭐️⭐️⭐️⭐️⭐️
Evan has challenged me to think critically through my current situation. His plan has caused me to dissect realities and put them in their proper place.
⭐️⭐️⭐️⭐️⭐️
It helped me articulate my values, skills, and gifting. I feel some momentum and clarity about which opportunities are worth exploring.
Is the Church Culture Sprint right for your team?
This sprint is designed for churches that:
- Know something is affecting trust, communication, or staff relationships
- Want honest input from staff and leaders
- Need help identifying root causes—not just discussing symptoms
- Are willing to involve key leaders in the process
- Want clear commitments and an actionable next-step plan
This sprint is not:
- Counseling, therapy, or crisis intervention
- Formal mediation between individuals
- A complete organizational audit or staff restructuring
- A done-for-you culture manual
- A promise to resolve every culture problem in 30 days
What you can expect
The sprint gives your leaders a clear diagnosis, shared language, agreed-upon commitments, and a written plan for what happens next. Your team is responsible for continuing to practice and reinforce those commitments after the sprint ends.
How the work is done
Our shared values
These values shape how the work is done, not just what we hope will change.
Curiosity
We approach culture work with curiosity rather than defensiveness.
Curiosity allows leaders to see what is really happening beneath the surface of their team without rushing to explain it away, spiritualize it, or fix it prematurely. In this sprint, curiosity means asking better questions, listening for patterns, and being willing to examine long-held assumptions about leadership, trust, and communication.
Curiosity creates the space where clarity and change become possible.
Growth
We believe healthy culture change starts with leaders, not policies.
Growth in this sprint is not measured by new language on a document, but by shifts in awareness, behavior, and responsibility. We prioritize personal and relational growth over quick fixes, trusting that when leaders are willing to learn, adapt, and adjust, healthier systems naturally follow.
Growth here means leaders modeling the change they want to see.
Authenticity
We value honest leadership over performative unity.
Authenticity means naming reality without blame or self-protection. It is the willingness to speak truthfully about tension, misalignment, and trust breakdowns without hiding behind titles, theology, or organizational roles.
In this sprint, authenticity creates the conditions for trust to be rebuilt, because real change only happens when leaders are willing to be seen and heard as they are.
Relationships
We believe culture is built and sustained through relationships.
Healthy systems depend on trust, clarity, and mutual responsibility between people. This sprint centers relationships not as soft skills, but as the environment where leadership decisions, communication, and conflict are actually experienced.
Strong relationships do not eliminate tension. They make it navigable. When trust increases, teams move faster, communicate more clearly, and lead with greater confidence together.
Evan Doyle
Church Culture Sprint facilitator
Meet Evan
Culture work led by someone who understands ministry from the inside.
I spent 18 years in full-time pastoral ministry and 22 years serving the same church.
I preached, led staff, built teams, pastored campuses, launched small groups, and carried the same tension many church leaders carry: protect the mission, care for people, and keep moving even when something beneath the surface does not feel right.
I saw how people can share faith, care deeply about the church, and still get stuck in guarded meetings, unclear expectations, delayed conversations, and damaged trust. The Church Culture Sprint grew out of that experience. It gives leaders a practical way to listen to their team, name the real issue, and agree on what needs to change next.
How I approach sensitive culture work
- Listen before diagnosing
- Name the issue without blame
- Turn insight into clear commitments
18 years
in full-time pastoral ministry
22 years
serving the same church
Inside experience
leading staff, teams, and campuses
A short conversation to confirm fit, scope, and timing.
Common questions
Before you reserve your sprint.
Clear answers about who participates, what the process requires, and what your team will have when the 30 days are complete.
The promise
You will leave with a clear diagnosis, shared commitments, and a written plan for what your leaders will address next.
Who should participate from our church?
Participants are usually the people who shape staff culture and leadership decisions: senior staff, ministry or department leaders, elders, and—in some churches—key volunteers.
The right group depends on your church’s size and the issue you need to address. We will confirm the participant list during the discovery call so the people closest to the culture are heard without making the process unnecessarily large.
How much time will this require from our team?
The sprint is designed to fit existing leadership rhythms rather than create another ongoing program.
- Assessment participants: approximately 20–30 minutes
- Staff members involved in a facilitated session: approximately 1–2 hours total
- Senior leaders and key stakeholders: approximately 3–4 hours total across the 30 days
What happens during the 30 days?
- Week one: Your team completes the Culture & Trust Assessment.
- Week two: I review the input and identify the strongest patterns.
- Week three: Key leaders interpret the findings and prioritize the real issue.
- Week four: We hold the strategy workshop, define commitments, and document what happens next.
The written next-step culture plan is delivered within 48 hours of the strategy workshop.
What will we have when the sprint ends?
By the end of the sprint, your leaders will have:
- Culture and trust findings grounded in your team’s input
- A shared diagnosis of what is happening beneath the surface
- Agreed-upon trust-building beliefs, behaviors, and expectations
- A written plan identifying priorities, owners, first steps, and what progress should look like
You are not left with a presentation to interpret later. You leave knowing what needs attention and what your team agreed to do next.
Will this fix every culture problem in 30 days?
No—and that is not the promise.
The sprint helps your leaders stop guessing. It gives you a clearer understanding of what is shaping the culture, shared language for discussing trust gaps without blame, commitments leaders agree to model, and a practical plan for addressing the most important issue first.
Thirty days establishes clarity, alignment, and a credible starting point. Lasting culture change depends on what leaders consistently practice after the sprint.
Is this counseling, mediation, or conflict resolution?
No. The Church Culture Sprint is focused culture and leadership work. We may discuss tension, avoidance, damaged trust, unclear expectations, and leadership behavior, but the sprint is not therapy, crisis intervention, or a formal mediation process.
If your situation requires a different kind of professional support, I will say so rather than treating the sprint as the answer to a problem outside its scope.
What if the assessment reveals a serious issue?
We will not ignore it or soften it into a generic team-building conversation. The leadership debrief is designed to name significant findings clearly, determine what requires immediate attention, and decide the most responsible next step.
Some issues may be addressed through the sprint’s strategy process. Others may require qualified support beyond the sprint. That boundary will be discussed honestly with your leaders.
Are the sessions virtual or in person?
The delivery format is confirmed before the sprint is booked. During the discovery call, we will determine the best format based on your location, team size, desired participant group, and the issue you need to address.
Any travel requirements or changes to scope will be made clear before you commit.
How is payment handled?
Payment details are handled after the discovery call, once the participant count, pricing tier, scope, timing, and delivery format have been confirmed.
You will know exactly what is included and what it costs before the sprint begins.
Start with a conversation
Uncover what is hurting culture. Decide what changes next.
If tense meetings, delayed conversations, unclear expectations, or damaged trust keep resurfacing, the discovery call is the place to start. We will talk through what you are seeing and determine whether the 30-day sprint fits the problem your team needs to address.
No pressure to force a fit. If the Church Culture Sprint is not the right next step for your situation, I will tell you.
What happens on the discovery call?
A focused conversation to make the decision clear before you commit.
- Talk through the culture concerns your leaders are noticing.
- Determine whether the sprint matches the issue and outcome you need.
- Confirm participants, pricing tier, delivery format, timing, and scope.
Scheduling the call does not commit you to the sprint.
